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Did you know Reverse Mentoring? 👀 It's an increasingly common practice in companies through which a younger employee shares his or her digital skills with a more senior colleague who may not be as up-to-date in certain aspects. There are several benefits, we will share six of them with you below. Is Reverse Mentoring being promoted in your company? Let us know your personal experience about it 😊

⭐️ Reverse Mentoring ⭐️ Simply the opposite format of traditional mentoring, where the senior employee is mentored by a younger or more junior employee. 👩🏻👴🏽 In this fast and dynamic work environments and in light of the increasing percentage of Generation Z within organizations, one of the practices that I recommend is reverse mentoring. This practice opens additional channels of learning, reduce the skill gap, foster innovation, and brings fresh perspectives. What do you think about this practice??

Reverse Mentoring: Closing the skills gap on both sides.

The endless string of demanding tasks at work can leave us running on empty — deadlines, meetings, projects, and ongoing training modules all demanding our effort and limiting our time to refuel. As an energy-saving measure, we may cut corners. One task that commonly falls down on the priority list is mentoring. While mentoring brings purpose and satisfaction, it can be draining. But while plenty of literature focuses on general mentorship strategies — the why, what, who, where, and when — strategies to save time and energy are often overlooked. In the face of a pandemic with no end in sight, we must preserve our fuel supplies while we mentor others. It is possible to be a mentor in an efficient manner that benefits mentees, growing their confidence and their network, but also conserves your energy. We call this an approach we call fuel-efficient mentoring. https://lnkd.in/gJMEpaQ

I've got a few (paid) ongoing, mentoring slots available as the last couple of legends that needed mentoring support only needed quick interventions. So if you need some help, drop me a message, it's been quite joyful for all concerned, and feedback has been really lovely. Support over the years has kind of evolved into 3 types of help: 1) Filling knowledge gaps. “I need to do this thing, and I’m not sure how”. We can chat through issues, and offer support and guidance. 2) Getting you from A-B. “In 2 years time, I want to be there”. We can decide on a destination and build a roadmap with milestones to help get you there. 3) Critical Friend. “I don’t know what to do in this situation”. We can talk through issues as they arise and give you the space to make decisions that are right for you. Here if you need anything.

How to tackle retention, attraction, engagement and knowledge sharing in 2024 with mentoring. Some great insights and stats from Tracy Brower, PhD on the importance of running a formalised mentoring program and not leaving it to chance. https://lnkd.in/g7Kz9yp5

It's National Mentoring Month! Which is a great time to look at how the tools of mentoring can help make work better. More specifically, managers, you can use the tools of effective mentoring to create intentional learning moments for and with your people, deepen connection, and increase engagement. Your people want to grow and develop in their careers. And YOU are a critical component of that process. Here's some advice on how to do that work.

Retaining your Top Legal Talent Tip #4: Workplace Mentoring Investing in your team through both formal and informal mentoring is crucial. 1) Formal mentoring programs offer a structured approach. Some assign mentors from outside the mentee's department, creating a "safe space" for open discussions. However, effectiveness may vary, especially if the mentee requires advice tailored to their specific business line. 2) On-the-job mentoring, occurring organically and in real-time, is equally valuable. Have questions about workplace mentoring? Feel free to reach out.

How can one develop their mentoring skills as a human resources trainer? ✏️ Three key steps to develop your mentoring skills as a human resources trainer: 1. Enhance Communication Skills: - Practice active listening, ask open-ended questions, and learn to give constructive feedback. Effective communication is the foundation of a successful mentoring relationship. 2. Build Rapport and Trust: - Create a supportive environment where mentees feel safe to share their thoughts. Show empathy, patience, and genuine interest in their development. 3. Set Clear Goals and Expectations: - Help mentees establish SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) and clarify mutual expectations to ensure a focused and productive mentoring relationship.

Many companies are now tailoring their professional development programs to the specific needs of their employees and the organization. Customized training can be more cost-effective as it focuses on filling the skill gaps that are most relevant to the business. Have you considered offering a mentoring program?